We must be ready with transition options for businesses or functions which will be significantly automated or augmented in the next 2 years. It's the responsible thing to do.

A superset of simple workforce transition options is defined for select teams expected to reduce in size.

We look beyond continuous reskilling under the same job title, at other options which respect personal choice.

Transition options are localised in consult with regional or local HR who will take forth next steps (mobility, contract conversion, reskilling, consultations, manager briefings).

The message to impacted teams becomes simpler and clearer.

The business is prepared with simpler human-centric options which recognise business reality and respect choice sooner rather than later.

Open discussion of workforce transition options reduces guesswork and risks around transition timelines and choice.